HR Business Partner, People and Culture

Job Overview:

Reporting to the AVP of People and Culture, the HR Business Partner of People and Culture supports strategic initiatives, producing measurable results in our organization's Human Resource function. The HR Business Partner plays a supporting role driving a positive work environment, consistently strong organizational culture and supports the alignment of HR practices with the organization's objectives. In this position you will contribute to all aspects of the HR processes, including strategic HR and cultural leadership, organizational development, talent acquisition, retention, employee relations, HR analytics, compliance, and risk management.

Our organizational culture emphasizes teamwork, innovation, and a commitment to excellence. We are looking for a metric driver who shares these values and can help us continue to foster a collaborative and dynamic work environment. The ideal candidate will be able to balance a wide range of activities ranging from a forward-looking HR strategy that fosters a high-performance culture, in conjunction with supporting the organization's daily business necessities. The ideal candidate will develop relationships across all departments and employee levels to foster a positive, consistent and ethical work environment. This position requires strong project management, organizational, and communication skills.

People and Culture Leadership

• Supportive partner for strategic People initiatives that shape the organization's culture, the overall employee experience, and align with the organization's mission, values, and goals.
• Maintain quantitative HR data, identify trends and contribute evidence-based recommendations.

• Drive continuous improvement across all HR functions by recommending creative strategies and new approaches to existing processes.

• Be a strategic partner for the People and Culture umbrella, supporting both the compensated and volunteer workforce.
• Collaborate with the annual review, talent development, and performance management processes that encourage continuous improvement and enhance organizational effectiveness.
• Manage the performance appraisal and feedback processes that improve employee productivity and drive our commitment to excellence.

• Annually review company policies, procedures, protocol, processes, and the employee handbook, partnering with the AVP of People and Culture to address HR trends, workforce needs and organizational strategic goals.
• Lead the administration and ongoing optimization of HRIS and ATS platforms ensuring data accuracy, process efficiency, and record retention; Oversee the development and maintenance of personnel records while maintaining confidentiality and data security.
• Partner with AVP of People and Culture to manage succession planning for executive leadership.

Recruiting & Onboarding

• Execute full cycle recruiting, onboarding, and orientation processes for open positions, emphasizing growing from within and being an employer of choice in the job market.
• Partner on talent acquisition strategies and programs for employees, interns, and volunteers; includes creating and updating job descriptions, marketing open roles, improving the interview process and selection protocol.

Employee Relations

• Partner with the AVP of People and Culture to foster a positive organization culture through proactive employee engagement and conflict resolution. Assist with handling employee relations, grievances for formal complaints; investigate, summarize, and make recommendations in an objective manner.

Training & Development

• Identify opportunities and gaps, building development & training programs with the AVP of People and Culture that enhance skills and professional growth, encouraging a culture of retention.

• Support strategic direction and influence at all levels, driving implementation of the People and Culture mission within the organization.
• Must possess immense integrity, strong values and unwavering character.

Qualifications best suited for this role:

• Required: Bachelor's degree in Human Resources, Business Administration, or closely related field
• Required: Certification in Human Resources (SHRM-CP/SCP or PHR/SPHR)
• 10+ years of HR leadership experience with 3+ years of strategic HR management and leading teams
• Highly Preferred: Master's degree in Human Resources, Business Administration, or closely related field
• Experience with non-profit organizations within a leadership role, desired
• Proven experience in various HR functions, preferably including business partnership, risk management, organizational communication, strategic development, talent and performance management, training and development, recruitment, total rewards, employee relations, compliance, health/well-being, and safety.
• A minimum of three years of experience with mitigating, investigating, and resolving complex employee relation issues; making highly skilled HR decisions is highly preferred

Skills and Key Competencies best suited for this role:

• Strategic thinking: An active participant in driving the organization's long-term goals and finding ways that HR can support in achieving those objectives and create positive impact.
• Business acumen: Having a solid understanding of the business and non-profit industry; being a reliable thought contributor with strong project, organization, and time management skills.
• Human Resources expertise: Extensive knowledge of HR principles and best practices: compensation, recruitment, employee development, and retention
• Communication skills: Effectively communicate HR policies to stakeholders, partners, and employees. Ability to adeptly communicate and partner with all levels of the organization
• Legal knowledge: Comprehensive knowledge of HR laws and regulations for compliance and risk management. Must maintain confidentiality.
• Problem-solving: Address complex workplace issues effectively. Ability to quickly assess changing situations and recognize key risks involved to handle conflicts and opportunities efficiently.
• Data analytics: Proficient in creating and analyzing HR data for both internal and external conversations and decisive decision making.
• HR technology and systems: Strong experience with HRIS, ATS, and other technology tools (Microsoft Office, Google Suite, etc.) that streamline processes and improve data management and security.
• Crisis management: The ability to manage People crises, with a business forward people first approach; understanding that organizational reputation and protection of the workforce go hand in hand.
• Emotional intelligence: Empathize with and understand the emotional needs of employees, with the ability to facilitate tough conversations with necessary change.

To help you stay energized, engaged and inspired, we offer a wide range of benefits including comprehensive healthcare, a 401k and Paid Time Off (PTO) so you can relax, recharge and be there for the people you care about.

The mission of The Dallas Arboretum and Botanical Garden is to build and maintain a public venue that promotes the art, enjoyment and knowledge of horticulture, while providing opportunities for education and research. We are committed to excellence, inclusion, good management and fiscal responsibility.

The Dallas Arboretum is committed to being a workplace that is not only free of discrimination, but one that genuinely fosters inclusion and belonging. We strongly believe that workforce diversity creates an environment in which our employees can thrive and best serve our community. We understand and embrace the variety through which people gain experiences whether through professional, personal, educational, or volunteer opportunities.

The Dallas Arboretum is proud to be an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, age, color, ancestry, national origin, place of birth, religion, sex, sexual orientation, gender identity and expression, military or veteran status, genetic characteristics or disability unrelated to job performance.